Developing Manager Report: Leadership, Management Styles and Hotels

This report offers a comprehensive analysis of management styles, leadership characteristics, and personal development within the hospitality sector, focusing on Hilton and Marriott hotels. It begins with a comparison of management styles, emphasizing participative approaches and employee motivation. The report then discusses leadership characteristics such as interpersonal skills, empathy, and communication effectiveness, highlighting their importance in achieving organizational goals. It evaluates communication processes within Hilton, including both verbal and non-verbal channels, and analyzes organizational culture and change, including Handy's change management model. The report further addresses performance management skills, personal SWOT analysis, and the setting of priorities and objectives. It explores leading and motivating a team to achieve goals, including the implementation of motivational theories. Finally, it presents a personal development plan to assess current performance and future needs, providing a practical guide for managers in the industry. The report aims to provide a detailed overview of the content.

THE DEVELOPING
MANAGER

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1.1 Comparison of different management styles between Hilton and Marriott hotel............1
1.2 Discuss leadership characteristics of Hilton and Marriott................................................2
1.3 Evaluate communication process in selected business.....................................................3
1.4 Analyse organisation culture and change in selected business. ......................................4
TASK 2............................................................................................................................................6
2.1 Performance management skill........................................................................................6
2.2 Analyse personal strength, weaknesses, opportunities and threats..................................6
2.3 Set up the priorities objective and develop own potential................................................6
TASK 3............................................................................................................................................6
3.1 Leading and motivating a team in order to achieve agreed goals and objectives............6
3.2 Managerial decisions which support in order to meet with agreed goals and objectives.8
TASK 4............................................................................................................................................9
4.1 Explanation of how managerial and personal skills support for develop carrier.............9
4.2 Preparation of personal development plan.....................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
For each and every manager it is very necessary to develop himself at the workplace
which helps to become highly productive and achieve its goals and objectives. Without
development it is not possible to grow up in the market and perform well in comparison to
previous situation. In the present report hospitality sector is chosen where Hilton and Marriott
hotel are taken for analysis. The report throws light on different management styles which are
used by both the hotels. Further, describes various practices and principles of the manager which
are used at the workplace. It shows SWOT analysis of general manager of the Dorchester hotel,
London. Apart from this it describes managerial skills and motivational theories which lead to
achieve agreed objective in the firm. At the last the report shows personal development plan to
assess current performance and its future needs.
1.1 Comparison of different management styles between Hilton and Marriott hotel
Hilton Marriott
 Hilton hotel is a global brand of full-
service hotels. They have 540 hotels
and resorts in 78 different countries.
Hilton hotels are the one of the best
hotels . They provide a quality services
(Parida and et.al., 2015).
 Different different hotels adopt a
different different management styles .
 Hilton hotel adopt a participative style.
That can be help in to motivating the
employee.
 In this style organisation will motivate
the employees for the different different
benefits.
 And provide incentives , provide some
awards like employee of the month and
employee of the year. And so many
 Marriott hotels is a one of the global
brand of hotels. They provide a high
class of services .Satisfied the customer
needs. These hotels are presents in
world-wide .
 Marriott hotels has adopted a
contingency management which
revolves around the human relations
approach, and employee satisfaction.
 Marriott gives large importance to its
subordinate, as they ultimately are the
reason why the brand has been
successful for so many years (Baron
and Parent, 2015).
 Associate opinions are highly valued by
members of management.
1

more rewards.
 And also providing some bonus and
discount coupons for travelling
 In this style creating harmony between
employees and managers (Tabassi and
et.al., 2016).
 In this style objective should be built
good performance management, and
good communication and develop a
good relationship with customers.
1.2 Discuss leadership characteristics of Hilton and Marriott.
Leadership is the ability of a manager to induce the subordinates to work with
confidence. Leadership is the potential to influence behaviour of others. It is also defined as the
capacity to influence a group of people. Leaders are create a future vision and motivating the
employees to achieve the goals
Characteristics of Leadership
11 It is a inter-personal process in this managers into influencing and guiding workers
towards the goals (Steinemann, Iacobellis and Cayan, 2015).11 intelligence, maturity and personality all these qualities are present in persons.11 It is a group process. It involves two or more people interacting with each other.11 Leadership must be empathy, consistence, honest and communicative and flexible.11 Leadership is situation bound. There is no best style of leadership. It all depends upon
tackling with the situations.11 Another characteristic of the leader is that it must have an effective as well as efficient
communication skills which lead to achieve goals and objectives in an appropriate
manner.11 Further, leader must has an ability in order to delegate overall team.11 Leader, must have a confidence at the workplace as well as ability to provide proper
guidance to the individuals.
2

11 He must have a positive attitude towards its team members at the workplace.
111 The leader must have two things that is innovation as well as creative at the working
environment which helps to the firm.
111 Apart from this it must have a characteristic of decision maker in conflict situations.
Leadership is an important function of management which helps to maximize efficiency
and to achieve organizational goals. Importance of leadership as follows :
To take initiative actions, motivating to other employees, providing proper guidance ,
creating confidence, build morale, build work environment and co-ordinations.
In this case Hilton and Merritt adopt these leadership characteristics, because for all one
leadership characteristics are same and all the organisations are followed them (Shanin, 2016).
Leadership qualities are made to maximum profit and create a better workforce environment.
1.3 Evaluate communication process in selected business
Hilton hotel :
Communication is, "to contribute, to transmit, to conveying Information" In hotel there is a
respectable amount of information to be transmitted. And in hotel there I is a staff in various
department, as well as to Guest, Customer , Supplier, and Other. There are the lines of
communication to and from the reception office of a hotel (Kahouei, Zadeh and Abbasi, 2016).
Communication is a exchange of information, idea. And communication will be done in two or
more people:
 Verbal = Face To Face.
 Non-Verbal=Communication Without Words like: body language ,eye contact .
 Representative Visual = More in Diagram like: no smoking, wet floor.
 Representative Quality = More on Music
And process of communication is very essentials , make sure communication process will be
effective and truthfulness , and make sure communication will be end up with the feedback note.
And communication should be based on some channels , uses some like media to properly send
the message to receiver. Communication process is done step by step wise. First is 1.Transmitter
- Transmitter is a person or group of people who send the message to receiver transmitter an idea
ad feelings. 2. Message is an idea that has been encoded .It simple and easy to understand and it
need knowledge and experience and objective of the message (Cristofoli, Macciò and Pedrazzi,
2015).
3

And now there is a external communication is also be presents in Hilton hotel .Hilton
marketing communication with integrates print and media advertising, sales promotions, events
and experiences, public relations and direct marketing. Hilton marketing communication part is
for most essential. They integrate with the organisation. And taking help from print media, and
increase public relations. This is a communication process. Which is held in Hilton hotel .these
all are channels are creating communication one way to another way. And attracts more and
more audience. For more utilisation, integrated with it industries.
1.4 Analyse organisation culture and change in selected business.
An organization is nothing but a common platform where individuals from different
backgrounds come together for the achieving the organisational goals. A structure belong of
individuals with different specializations, educational qualifications and work experiences all are
working together (Parida and et.al., 2015).
There are two types of organization culture:
 Strong Organization Culture: Strong organizational culture refers to a situation where
the employees adjust well, respect the organization’s policies. And fit to the guidelines.
They accept their roles and responsibilities willingly.
 Weak Organization Culture: In this individuals accept their responsibilities out of fear
of superiors and rough policies. The employees in such a situation do things out of
compulsion. They just treat organization as a earning money and never get attached to it.
Organization culture can never be changeless. It changes time to time. And a change in the
management, changed the entire style of working (Tabassi and et.al., 2016).
Reasons for changes
New management, new boss, new employee, and new policies and sometime Financially
loss, bankruptcy, sudden loses and market growth rate is going down.
There are a few tips to recover with this situation.
1. Adjust to the changing organization culture.
2. Give time to adjust
3. Be flexible
4. Work with an open mind
5. Look at the positive side to
6. Develop alternate plans
4

7. Don’t get too attached to someone at the workplace
In order to adopt changes for run the company smoothly there are different models are
used by management. In the present case for adopting changes in the company effectively there
is handy's change management model of organisational culture is used which is described below:
1. Power culture: As per the power culture authority is given to the senior manager who run
the overall company. It is a one type of centralisation system in which one person gives
instructions to the individuals in order to achieve goals and objectives. Further, while
happening changes in company there are quick decisions are taken by the manager in
case of power culture.
2. Role culture: In order to adopt and make changes in the company role culture is used. In
the role culture authority is given to the person who is expert in the particular area. Here
very less scope is exists in order to take power of expertise in the company.
3. Task culture: According to the respective culture the company needs to formulate team
on the basis of specific task as well as to solve a particular obstacles and problems. In this
there is not any power is given to the single source of the team. While happening changes
in the organisation related to task and objectives a particular team is formulated and task
given to them in order to achieve objectives.
5

4. Person culture: In this same kind of training provided to the employees as well as they
all have similar background and similar expertise in the firm. Here power is remaining
with all the individuals within a group or team.
TASK 2
2.1 Performance management skill
2.2 Analyse personal strength, weaknesses, opportunities and threats
2.3 Set up the priorities objective and develop own potential
Enclosed in Power Point Presentation
TASK 3
3.1 Leading and motivating a team in order to achieve agreed goals and objectives
According to the present scenario, I recently join a business as a general manager in the
business of hospitality industry such as Jamie Oliver hotel. In order to this I have to motivate as
well as enhance efficiency of employees and co-workers. For the designation of general
manager, I have proper skills as well as capabilities to manage and motivate individuals
(Armstrong, 2016). Apart from this, the Jamie Oliver hotel has some goals and objectives which
can be achieved after motivating and leading employees in an appropriate way. Further, more
efficient and productive workers helps the management to meet with formulated goals and
objectives.
Proper alignment of objectives and goals: For the business, it is little typical to set and
formulate effective goals as well as objectives. The Jamie Oliver hotel needs to makes goals
which lead to enhance level of productivity of individuals in the company. Apart from this, it
requires to set objective by which employees can contribute effectually to meet with the specific
objective. Further, being the general manager, I need to evaluate performance of individuals and
then motivate them for becoming skilled and efficient. Further, it helps in meeting the objectives
of Jamie Oliver hotel in an appropriate manner as well as enhancing financial performance in
the hospitality industry.
Implementation of motivational theory: In order to achieve agreed goals and objectives as
an general manager, I will use different types of managerial as well as motivational theories by
which team will be able to meet with the objectives effectually (Schwepker and Schultz, 2015).
There are various types of motivation theory which helps to motivate individuals in business
6

such as Herzberg two factor theory, maslow's hierarchy theory, McGregor's theory of
participation, McClelland's need theory etc. These all theories are helpful for the Jamie Oliver
hotel to lead and motivate them for achieving the agreed objectives. According to the maslow's
hierarchy theory, there are five needs of an employee in the business by which he can retained in
the organisation. When one need is fulfilled then another comes into existence and so on. All the
five steps or needs of respective motivational theory are basic needs, safety, social, esteem and
then self-actualisation. As per the basic needs, an employee expects from the Jamie Oliver hotel
that it will give enough wages or salary by which he can survive in the world (5 Psychological
Theories of Motivation to Increase Productivity, 2014). He wants proper salary which helps to
purchase food, cloths, shelter and survive himself.
Further, another need occurs that is safety in which the employee needs that working
environment of the company should be safe and protect to the employees. . Another need of
employee at the workplace is social need which is related to reputation and self respect. As per
the need, the worker wants to increasing interaction between its collogues as well as senior
managers at the workplace. Further, according to the esteem needs, there are some criteria which
are includes in respective stage are such as achievement at workplace, self confidence,
independence etc. Here the employee wants that seniors reward to him in terms of higher
achievement in the hotel, give the promotions and increase salary etc (Godiwalla, 2015). When
these all four needs are fulfilled then employee wants to live luxurious and standard life.
According to the last step that is self-actualisation the worker needs that he should be promoted
at higher post, taking business decisions as well as all the individuals respect him etc. Hence,
when the firm such as Jamie Oliver hotel fulfil all the above mentioned needs and wants then it
is able to motivate employees that help in meeting the agreed objectives and goals.
Moreover, being an general manager of Jamie Oliver hotel, I need to give appreciation as
well as reward to employees in monetary and non-monetary form. When I give them
compensation funds and various allowances which are most benefited then it leads to motivate
employees and then it helps to become more productive. Hence, by these ways the Jamie Oliver
hotel will be able to achieve its expected and formulated goals and objectives in an appropriate
manner.
7

Being a general manager of Jamie Oliver hotel, Belbin theory has been used to fulfill
organizational aims and objectives. In accordance with such theory, roles and responsibilities
have been delegated among the individuals according to their specialization. In this way,
balanced team has been created which includes people with diversified knowledge skills. Hence,
by reducing repetition level and assigning task according to competency level manager has
enhanced motivational aspect of personnel to a great extent.
3.2 Managerial decisions which support in order to meet with agreed goals and objectives
On the basis of above discussion, it can be said that above mentioned managerial
decisions to motivate and lead employees support Jamie Oliver hotel for achieving objectives
as well as goals. Further, I need to take various another decisions which will assist in increasing
productivity of the hotel. Being a general manager, I have to arrange proper training and
development programs which help to make employees more skilled and talented (Orr and et.al.,
2015). Higher skills and talents lead to make effective products and provide better services to the
consumers. Ultimately, customers will be attracted towards Jamie Oliver hotel for consuming its
services by which it can achieve the objectives smoothly. Apart from this, I need to take review
from employees related to their issues and performances.
Various measurements techniques which are helps to me in order to analyse performance
of individuals and employes are such as 360 degree performance appraisal method, balanced
scorecard, benchmarks, feedbacks etc. As per these tools and techniques, the business will be
able to know that which one employee is most effective and productive for the firm. The
employee in which there is lack of skills and knowledge, for him training and motivation will be
provided which will support in achieving agreed objectives and goals.
Furthermore, in addition to this, manager should use some another strategies as well as
techniques through which the worker can become more productive which will aid in meeting the
goals in effective manner (Elegbe, 2016). The techniques and strategies which the manager
should adopt are described below: Leadership styles: When in the business such as Jamie Oliver hotel there are leader who
has effective leadership in order to lead and guide the employees properly then workers
will become more efficient. Further, the management will be able to achieve formulated
objectives in a proper way.
8

 Non discrimination: Another recommendation to the manager in order to improvement
related to discrimination in different criteria. According to the discrimination act the
management should give equal opportunity to employee. As per the discrimination act
there are different criteria such as related to gender, behaviour at workplace, reward
system etc. Further, when the manager of Jamie Oliver hotel is applied the the
discrimination act in the business then able to provide equal opportunities to each and
every member of the organisation. It lead to attract more number of employees as well as
create positive image of the firm in the hospitality industry (Savelsbergh, Havermans and
Storm, 2016). Hence, the manager of respective hotel must use the act for achieving its
objectives and goals. Effective communication: Further, appropriate communication helps the firm to convey
proper message and make things clear. Apart from this, it leads to establish an effective
employee relations as well as coordination between employers and subordinates. The
manager needs to use proper communication process and channels by which the hotel is
able to achieve objectives.
 Time and goal oriented: As per the strategy the manager should set time frame for
achieving particular objective for the employees. It helps to meet with the objective in an
appropriate manner as well as within the deadline which lead to achieve goals and
objective of the Jamie Oliver hotel (Kahouei, Zadeh and Abbasi, 2016).
Furthermore, it can be said that managerial decisions are very helpful for each and every
business entity by which the management is able to take effective and profitable business
decisions. Further, there are various criteria which needs to improve manager in order to more
effective business decisions. The criterias are such as become time and goal oriented, use better
leadership styles, provide equal opportunities to all employees at the workplace, have an
effective communication skills etc.
TASK 4
4.1 Explanation of how managerial and personal skills support for develop carrier
Personal skills are always with the human which helps for developing his carrier as well
as with the skills he is able to become a good manager. In terms of managerial skills these also
very necessary in order to perform better as well as develop the carrier which lead to become
9

more productive at the workplace (Aryee and et.al., 2016). There are several elements or criteria
which improves through personal and professional skills in order to make the future bright,
which are described below: Learning skills: When I have better personal as well as managerial skills to perform
better, then it helps to me to take various decisions and learn new things. Further, my
learning as well as ability to learn new things will improve which helps to enhance my
carrier and helps to me to become more productive. Leadership qualities: Effective skills whether it is personal or professional the manager
used to lead the team for achieving goals and objectives. By this I am able to become
more self assessment, help to enhance skills of team building as well as give guidance to
the team by which my leadership qualities will improve (Parmenter, 2015). Ultimately it
helps to develop my carrier to become more successful. Efficiency: Further, with the respective skills I will become more efficient in terms of
personal as well as at the workplace such as Hilton hotel. Due to increasing efficiency
company's profit will increase and then I am able to get promotion, ultimately my carries
will develop.
 Decision-making: Experience helps to analyse internal as well as external elements which
affect personal and Hilton hotel as well. By using skills as a manager I will be able to
reduce negative impact and make the better business decisions which lead to influence
my decision-making skills in appropriate way.
4.2 Preparation of personal development plan
It is little tough to analyse self and determine that what is our current performance as well
as future needs related to develop skills and carrier (Zakarevicius and Zuperkiene, 2015). I can
determine my performance by preparing development plan which helps to me that what are the
criteria which I need to develop at the workplace to become more productive. By the plan I able
to know that I have stage fear and interaction problem. I cannot interact and communicate
effectively with the new and unknown people as well as colleagues. Further, it is quite typical to
take quick decisions for me which I need to improve to develop myself which takes some time
such as 4 or 7 months. For this I prepared a personal development plan which is stated below:
10

Personal development plan
Career and
personal
development needs
Current
performance
Future needs Development
plans
Time-line
Interaction
problems or public
speaking
Unable to
interact with
new colleagues
and unknown
persons which
lead to reduce
my efficiency.
Needs to develop
interaction with
new person by
which I am able
to learn new
things as well as
interact with new
people at the
workplace.
For increase
interaction I need
to participate as
well as attend
seminars and
conferences.
7 months
Decision-making Currently I am
unable to take
quick and
appropriate
decisions which
helps to resolve
conflicts and
problems.
In the future it
requires for
addressing and
resolving future
issues which will
face by the firm
and employees.
In order to
increase decision-
making skills I
need to make
group meeting as
well as events for
team.
4 months
CONCLUSION
It can be summarized from the above research that Hilton and Marriott hotel both are
using different management styles in order to manage and operate the firm in hospitality sector.
Further, there are various principles and practices which are used by managers of both hotels to
run the firm. It has been assessed that there are various motivation theories which helps to the
management of Hilton in order to achieve agreed goals and objectives. There are various skills
11

and performances of the manager of Dorchester hotel which helps to the firm in order to become
more productive. Moreover, it can be concluded that the different managerial and personal skills
are helps to the manager to develop its carrier and make the future bright. With helps to personal
development plan the manager able to identify current performance and future needs at the
workplace.
12

REFERENCES
Books and Journals
Armstrong, M., 2016. Armstrong's Handbook of Management and Leadership for HR:
Developing Effective People Skills for Better Leadership and Management. Kogan Page
Publishers.
Aryee, S. and et.al., 2016. Developing and leveraging human capital resource to promote service
quality: Testing a theory of performance. Journal of management. 42(2). pp. 480-499.
Baron, L. and Parent, É., 2015. Developing authentic leadership within a training context: Three
phenomena supporting the individual development process. Journal of Leadership &
Organizational Studies. 22(1). pp. 37-53.
Cristofoli, D., Macciò, L. and Pedrazzi, L., 2015. Structure, mechanisms, and managers in
successful networks. Public Management Review. 17(4). pp. 489-516.
Elegbe, J. A., 2016. Talent management in the developing world: Adopting a global perspective.
Routledge.
Garmston, R. J. and Wellman, B. M., 2016. The adaptive school: A sourcebook for developing
collaborative groups. Rowman & Littlefield.
Godiwalla, Y. H., 2015. Training US Managers Bound for Different Cultures. International
Journal of Social Science Studies. 4(1). pp. 49-58.
Kahouei, M., Zadeh, J. M. and Abbasi, Z., 2016. Threats And Solutions For The Security Of
Electronic Patient Record (Epr) In A Developing Country. Iioab Journal. 7. pp. 432-437.
Orr, H. G. and et.al., 2015. What else do managers need to know about warming rivers? A
United Kingdom perspective. Wiley Interdisciplinary Reviews: Water. 2(2). pp. 55-64.
Parida, V. and et.al., 2015. Developing global service innovation capabilities: How global
manufacturers address the challenges of market heterogeneity. Research-Technology
Management. 58(5). pp. 35-44.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning
KPIs. John Wiley & Sons.
13

Savelsbergh, C. M., Havermans, L. A. and Storm, P., 2016. Development paths of project
managers: What and how do project managers learn from their experiences?. International
Journal of Project Management. 34(4). pp. 559-569.
Schwepker, C. H. and Schultz, R. J., 2015. Influence of the ethical servant leader and ethical
climate on customer value enhancing sales performance. Journal of Personal Selling &
Sales Management. 35(2). pp. 93-107.
Shanin, T., 2016. Russia as a Developing Society: Roots of Otherness-Russia's Turn of Century.
Springer.
Steinemann, A., Iacobellis, S. F. and Cayan, D. R., 2015. Developing and evaluating drought
indicators for decision-making. Journal of Hydrometeorology. 16(4). pp. 1793-1803.
Tabassi, A. A. and et.al., 2016. Leadership competences of sustainable construction project
managers. Journal of Cleaner Production. 124. pp. 339-349.
Zakarevičius, P. and Župerkienė, E., 2015. Improving the Development of Managers’ Personal
and Professional Skills. Engineering Economics. 60(5).
Online
5 Psychological Theories of Motivation to Increase Productivity, 2014. [Online]. Available
through: <https://contactzilla.com/blog/5-psychological-theories-motivation-increase-
productivity/> [Accessed on 2nd February 2017].
14